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Psychosocial Stressors at Work and Stress Prevention Methods among Medical Staff of Psychiatric and Addiction Treatment Wards
Published in Dorota Żołnierczyk-Zreda, Emotional Labour in Work with Patients and Clients, 2020
Workplace health promotion is an organizational undertaking by enterprise management. It requires an allocation of specific funds for the development of employee infrastructure (e.g. construction of a football pitch or a gym, availability of relaxation rooms, a healthy food buffet), the purchase of sport equipment, financing a medical package and fitness clubs plans, etc. However, it also entails a shift in the understanding of the enterprise mission and its development vision, where, in addition to the provision of specific services (medical treatment, rehabilitation, etc.), the health and well-being of employees need to be fostered. Therefore, workplace health promotion constitutes a stress-coping support method addressed to employees, but also entailing an organizational change.
Health promotion and wellbeing
Published in Greta Thornbory, Susanna Everton, Contemporary Occupational Health Nursing, 2017
Health promotion is therefore a key aspect of nursing in general. Whitaker and Baranski2 make it quite clear that health promotion is one of the primary roles of the OH nurse in the prevention of occupational injury and disease, the improvement of environmental health and the promotion of health and work ability, by focusing on non-occupational, workplace preventable conditions that, whilst not caused directly by work, may affect the employee’s ability to maintain attendance or performance at work, through a comprehensive workplace health promotion strategy.(p. 25)
Health promotion in the context of employment and unemployment
Published in Théodore H. MacDonald, Rethinking Health Promotion, 2012
Privatised healthcare, especially the system in the USA, became the catalyst which focused attention on the ideology of workplace health promotion. By the late 1970s several large employers there discovered that their corporate health insurance premiums were consistently outpacing inflation. It was this realisation, together with a growing body of evidence to suggest that company healthcare costs are strongly related to employee lifestyle and behaviour patterns, that served to galvanise the employers into addressing the issue. Establishment of the link between medical claims for conditions largely attributable to lifestyle factors led to an acknowledgement that behaviour-related improvements in health should lead to containment of costs. In response to this, workplace health promotion programmes have flourished.
Asthma, chronic obstructive pulmonary disease, and asthma-COPD overlap among US working adults
Published in Journal of Asthma, 2023
Girija Syamlal, Katelynn E. Dodd, Jacek M. Mazurek
Among US workers, an estimated 5.8 million have COPD and 11 million have asthma (11,12). Data from 31 US states indicate that greater than one-third of the working adults with current asthma have COPD and the ACO prevalence was higher (52%) among workers with work-related asthma (13). Additionally, occupational exposures including vapors, dust, gases, irritants and fumes are associated with higher prevalence for both COPD and asthma, suggesting workplace exposures could be associated with the development of ACO (13–17). Effective workplace health promotion programs and policies can reduce health risks and improve overall workers health. Limited information is available on ACO among workers by industry and occupation. Identifying workers with higher prevalence who may benefit from tailored inventions are essential to reduce work-related chronic diseases. Therefore, objectives of the current study were to estimate the prevalence of workers with asthma, COPD and ACO by industry and occupation, and to assess the health status, healthcare utilization, lost workdays and bed days among workers with ACO using the National Health Interview Survey (NHIS) data.
The effects of “Workplace Health Promotion Program” in nurses: A randomized controlled trial and one-year follow-up
Published in Health Care for Women International, 2022
Gokcen Akyurek, Nergis Avci, Gamze Ekici
Researchers classify Workplace Health Promotion Programs (WHPP) as primary and secondary in the literature. Primary interventions provide information about awareness of pain, fatigue, and stress sources at work. Primary promotion programs include modifying workplace stress sources by redesigning jobs (ineffective communication, unbalanced work hours, emotional burnout, etc.), ergonomic suggestions (proper posture sitting, proper chair positioning, and joint energy conservation techniques) (Garg & Kapellusch, 2012), increasing workers’ decision-making authority (Bulotaitė et al., 2017), or providing coworker support groups (Tamers et al., 2011). Czabała et al. conducted a secondary promotion program to improve employee’s health conditions by providing free and confidential access to qualified professionals (Czabała et al., 2011). The most common WHPPs are secondary programs. Secondary programs such as cognitive-behavioral training, meditation, relaxation, deep breathing, postural exercise, journaling, time management, and goal setting involve information about identifying, managing, and coping with problems (Giga et al., 2003; González-Dominguez et al., 2017; Zeller & Levin, 2013). Unlike those studies, in this research, the authors used both primary and secondary promotion programs as WHPP. The authors recommended ergonomic suggestions as to the primary and performed progressive muscle relaxation technique (PMR), and exercise programs as the secondary promotion program (Lehrer & Woolfolk 2007).
The impact of nursing assessment on cardiovascular health behaviour: a scoping review
Published in Contemporary Nurse, 2021
Perceived barriers to action are those blockers and personal costs associated with initiating or achieving health promoting behaviour (Pender et al., 2011). Three articles (30%) evaluated perceived barriers to action (Carlson & Murphy, 2010; Fujioka et al., 2012; McIlfatrick et al., 2014). McIlfatrick et al. (2014), who studied nurses’ perceptions of their influence on cardiovascular health behaviour, identified two primary barriers: lack of training and poor access to resources. Of the two articles that reported participant outcomes (Carlson & Murphy, 2010; Fujioka et al., 2012), both emphasized the role of nurses in identifying and facilitating the resolution of barriers to health promotion. Fujioka et al. (2012) used an e-learning based smoking cessation intervention with round-the-clock access to interpersonal support and educational materials to overcome participants’ perceived barriers to action, low self-efficacy, and withdrawal symptoms. Carlson and Murphy (2010) found that participants in a workplace health promotion study identified that lack of time and financial constraints were common barriers to health promotion efforts that could be overcome by nurse-facilitated identification of low-cost or free resources.